Motivation vs. engagement: what’s the difference?

Motivated and engaged employees are essential to a company’s success and mission. However, understanding employee engagement and motivation can take time and effort. 

Leaders hoping to improve staff morale and loyalty must recognise how these two factors are unique and encourage them separately.

Employee engagement measures the enthusiasm and commitment that an employee feels towards their job. When employees feel valued and appreciated, they’re more likely to take pride in their work and the organisation’s success. It’s not just about earning a salary; these employees want to make a difference and contribute to the organisation. 

Research suggests a link between engaged employees and higher productivity, enhanced creativity, fewer sick days and positive workplace relationships. On the other hand, employees who do not feel engaged in their work often resort to ‘quiet quitting’, which costs businesses billions of pounds annually.

Employee motivation is the driving force that pushes an employee to do their work. Motivated employees can be more committed, energised and creative, adding to a positive company culture and fuelling their desire to do their best work. 

To understand employee motivation, it’s important to recognise two main types: intrinsic and extrinsic. Distinguishing between these forms and assessing which is most effective for employees is crucial to determining the best methods for rewarding them.

Intrinsic motivation is the internal drive that compels a person to take action. When employees are intrinsically motivated, their work will be inherently fulfilling. They may find personal satisfaction in overcoming challenges, completing projects or contributing to meaningful goals. Although this motivation is internal to each individual, it can be influenced by the organisation’s support (or lack thereof).

Extrinsic motivation refers to the external factors that drive individuals. These factors can be tangible and short-term, such as public employee recognition, or long-term, such as pay bonuses and job promotions. 

However, organisations should use external motivators strategically and sparingly to maintain effectiveness. For example, remunerating employees for overtime during a temporary project may serve as a short-term motivator. However, as a long-term strategy, this can lead to burnout and diminish its impact.

Ideally, employers should use various motivation strategies, including extrinsic and positive motivators, while recognising the need to create the right conditions for intrinsic motivation. 

Engagement and motivation do not always coincide. A highly motivated employee might not always engage in their work. This employee may be able to complete their tasks and fulfil their responsibilities but seek more engaging opportunities. 

Conversely, an engaged employee who lacks motivation may have strong relationships with their colleagues or support the company’s mission but might not perform to their best ability or contribute effectively.

Although they are different, engagement and motivation are essential to a team’s success. Investing in practices that ensure employees are engaged and motivated can make a huge difference to a company’s performance. 

Overall, the benefits of having motivated and engaged employees include:

Motivated and engaged employees are more likely to strive to complete projects and address issues because it gives them job satisfaction. 

These employees want to achieve their business goals and contribute positively to the team. They’re also willing to search for creative solutions to the team’s challenges, further streamlining workflows and enhancing productivity. 

The more engaged and motivated employees are, the more likely it is that they will be loyal to the company and remain with it to invest their time and skills. They’re also more likely to help recruit new candidates to the organisation. 

A passion for work and positivity in the workplace contribute to the general culture that the team experiences on a day-to-day basis. This can help to improve employee experience, which boosts retention, loyalty and dedication. 

The more individuals enjoy working for the company, the more this comes across to customers and prospects. Genuine enthusiasm for the business and passion for projects are easily translated from internal teams to external customers, becoming an integral part of client and customer interactions. 

Motivated and engaged employees put a high degree of effort into their work and take pride in doing a good job, and this can translate to better prospect calls, customer service, client touchpoints and general interactions, further contributing to return on investment and business goals. 

Although it is essential to understand employee engagement strategies, leaders must first find ways to measure employee engagement across their teams. Here are a few ways to measure employee engagement: 

Regular performance review surveys are an excellent way for employers to assess employee progress and output. They can also collect feedback about employee engagement and overall satisfaction. 

Companies can also use stay-interview surveys to stay ahead of employee turnover and uncover their employees’ overall job satisfaction and commitment to the company. 

Outside of performance reviews, there are other types of employee feedback surveys that are specifically created to help companies collect input from employees regularly:

Employee engagement software helps companies track employee satisfaction and engagement by means of features such as recognition systems, communication platforms, feedback collection and engagement analytics. 

Employers can use this software to track employee participation and engagement over time, highlighting trends of potential decline or burnout and mitigating these before they become bigger issues. 

Employers often face a significant challenge in measuring their employees’ motivation precisely because it varies greatly from person to person. Although it can be somewhat easier to define what motivates each member of a small team, this becomes a significant obstacle in the case of a larger team that might be split across different geographic locations. 

For instance, research has shown that while their work-life balance may be the most important benefit for most employees, others rank job security, salary and flexible working as the most important motivators for the workplace. It is crucial that employers take the time to use different tools and resources to fully understand what motivates each person on their team. 

Some ways to measure employee motivation include: 

Motivation levels within a company are often closely correlated with employee output. These types of general employee surveys can help employers to monitor employee motivation levels across periods, so should there be a decline in satisfaction or motivation, they can step in early and be proactive about implementing changes. 

Interviews can provide direct, qualitative feedback that you can use to gain deeper insights into employee sentiments, needs and wants. 

One-to-one meetings also provide a safer space where employees feel more comfortable providing honest feedback, and these often result in the implementation of meaningful action sourced directly from employees’ suggestions.

Employee motivation surveys are just one example of these employee feedback surveys that companies can use to discover how employees feel about their jobs and learn what employers can do to improve the employee experience. 

Motivated and engaged employees will contribute positively to any company, which can help increase job satisfaction, creativity and productivity within the company as whole. Ensuring that your employees are motivated and engaged is key to achieving business goals, increasing revenue and keeping customers happy. 

Learn how SurveyMonkey can improve employee engagement among your team today.